The final drafts of the new Appraisal & Development Conversations (ADC) and Nottingham Reward Scheme are published to staff today (Monday 24 June), as the reform of the former PDPR process nears its conclusion. Colleagues can view the documents on the HR Staff Consultation Hub.

The new appraisal and reward processes have been developed in partnership with staff, following contributions from more than 450 colleagues across the University via focus groups and with Trade Union colleagues.

PDPR will be replaced by the new Appraisal & Development Conversations (ADC) and a separate Nottingham Reward recognition scheme from 1 August 2019, with the key changes as follows:

Appraisal & Development Conversations (ADC)

• will align to the University year, with a framework that encourages regular discussion across the year, concluding with an annual review.
• will better clarify the link between University goals and individual objectives, as well as provide a focus for discussions around staff development, wellbeing, workload, and work-life balance.
• will not have a rating outcome, unlike the previous PDPR, and therefore no direct link to performance related reward.

Nottingham Reward Scheme

• will offer four levels of reward to reflect the different circumstances of performance excellence and staff contribution.
• will provide more flexibility as to when rewards can made and offer greater decision making at local level to recognise excellence in a timely manner.
• will be processed via the Employee Hub to provide greater transparency and reporting of rewards nominated and awarded throughout the year.

These significant changes aim to address extensive staff feedback that PDPR in its current form is not fit for purpose, in particular the difficulty in supporting staff development, reward and recognition through a single process, and the blunt instrument of the 3-point rating system.

Instead, the combination of the new ADC and Nottingham Reward processes should better support a year-round conversation to support performance, wellbeing and objectives, as well as rewarding excellence.

Next Steps

The Unions are in the final stages of their local processes and while these are taking place, we are taking the opportunity to share these documents, to enable staff to see the outcomes of the consultation.

Further detail and final documents will be will be supported by University-wide staff briefing sessions and communications during July 2019 where staff will also have the opportunity to ask any questions they may have.

The new guidelines and supporting resources will take effect from 1 August 2019 including new ADC training.

PDPR Rating outcomes and any associated performance related reward (Rating 1 and Rating 1PBs) identified in the 2018/19 PDPR cycle will be paid as normal in August 2019.

Objectives set for 2019/20 should be transferred to the new ADC forms once introduced in August, with the annual Appraisal and Development Conversations taking place between May and July 2020.